How expansive is sexual harassment law in Oklahoma?

Posted By
Mazaheri Law Firm

Previously, this blog discussed the basics of what sexual harassment claims
entail, as well as some of the requirements to file a claim with the federal
Equal Employment Opportunity Commission. Deciding to file such a claim
can be a difficult and disconcerting position to be in for employees who
simply want to be able to do their jobs to the best of their abilities.
With that said, there are a few things employees should remember about
filing such claims.

First, the concept of sexual harassment encompasses more than just requests
for sexual favors. Unwelcome comments about appearance, behavior or history
may also be considered harassment if they contribute to the creation of
an offensive or hostile work environment.

Additionally, talk that is not overtly sexual but reduces one gender to
various offensive stereotypes or pours derision upon a gender in general
could be considered sexual harassment. While simple teasing that is not
serious may not be covered, an employer or co-worker cannot defend true
harassment by saying he or she was "only joking."

Finally, it is important to remember that the harasser doesn't have
to be a direct supervisor. It could be a superior from another department,
a co-worker or even, in some situations, a client or customer.

Determining what constitutes legally actionable sexual harassment is not
always easy. Experienced employment law attorneys have seen many cases
and are aware of how the law tends to interpret various types of potential
harassment.

Deciding whether to file a complaint with the EEOC or with the State of
Oklahoma and knowing what steps are required to allow actual litigation
in the courts can be complicated. People who believe they have been harassed
or are subject to any other kind of discrimination are invited to get
more information be visiting our website.